When employees or their representatives report an illness or injury has occurred in the performance of official duties, the employees at their request will be promptly counseled by trained personnel as to their right to file for compensation benefits and the benefits payable. The employee also shall be advised as soon as possible that, when […]
If you have any questions about the applicability of the Federal Employee Compensation Act (FECA) and its application in OWCP matters, there are two very good publications issued by DOL that provide extensive information for employees: Publication 810 and Publication 550.
An employee should obey a supervisor’s lawful order and grieve the order later if the employee believes the order was in violation of a negotiated agreement or policy. There are three generally recognized exceptions to the “obey now, grieve later” rule, but the two that are most common are: 1) when the order is illegal;
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When an employee believes he or she is being required to work under conditions which are unsafe or unhealthy beyond normal hazards inherent in the operation in question, he or she will refer the matter to the supervisor. The supervisor will make an evaluation of the working conditions and direct the work either be continued
The Agency agrees to provide safe and healthful working conditions, taking into account the mission of the Agency and the inherent hazards of the job performed.
For sick leave periods of not more than three consecutive workdays, the employee shall not be required to submit Form OPM-71, unless there is reasonable evidence of abuse. Sick leave in excess of three days shall be reported on form OPM-71, including a medical certificate or a statement of the nature of the illness and
Annual leave is a right of the employee and not a privilege. Consistent with the needs of the Agency, annual leave which is requested in advance will be approved. It will be the responsibility of the supervisor, in consultation with the employee, to schedule annual leave in order that annual leave will not be forfeited.
The Union will be given the opportunity to be represented at any formal discussion between one or more management representatives and one or more bargaining unit employees concerning any grievance, personnel policy, practice, or condition of employment. NOTE: A regular shift muster may qualify if conditions of employment are addressed. Typically, this occurs when someone
Any inquiry into an employee’s off-duty conduct must be based on an activity which, if verified, would have a nexus to the employee’s official position. The Agency and Union agree that the conduct of employees while off duty shall result in action concerning the employee only when there is a nexus between that conduct and